Lundi's Thai base — Bangkok for corporate, tech, and regional Southeast Asia operations; Chiang Mai as a secondary tech and lifestyle hub. Built for companies needing Southeast Asia regional presence, Bangkok's English-fluent tech sector, and BOI tax structures — with calibration for Thai-language requirements in non-tech functions.
Thailand is a regional Southeast Asia base for companies that need Bangkok's English-fluent tech sector, BOI tax-incentive structures for qualifying operations, and access to broader ASEAN markets. The senior tech talent pool is smaller than Vietnam or the Philippines but quality is strong in Bangkok-based international tech and finance employers. Employer costs run roughly 5–10% above gross (low Social Security cap). For companies building teams of 10+, not individual hires.
Thailand is a regional Southeast Asia hub for companies that prioritize Bangkok's English-fluent tech and finance sectors plus the BOI (Board of Investment) tax incentive structures. The talent pool is smaller than Vietnam, Indonesia, or the Philippines, but Bangkok concentrates senior international-employer talent.
Two primary hubs.
Bangkok concentrates virtually all professional and international-employer talent. Sukhumvit, Sathorn, and Asok concentrate corporate and tech operations. Strong fit for finance, tech, regional Southeast Asia BD, and customer success roles serving APAC. Anchor employers include Agoda (Booking Holdings), SCB (Siam Commercial Bank), Kasikornbank, Lazada Thailand, plus regional offices of Microsoft, Google, Amazon, and major tech multinationals.
Chiang Mai is the secondary tech and lifestyle hub — growing software development scene, popular with digital nomad-style remote work and lifestyle-driven hiring. Lower cost than Bangkok.
Operating context. Thailand is on ICT (UTC+7), aligned with Vietnam and Indonesia (WIB), one hour behind Singapore and Hong Kong. English proficiency varies dramatically: Bangkok tech and finance sectors run strong English; tourism areas variable; general operations and government-facing roles require Thai. Thailand vs Vietnam: Vietnam wins on engineering depth and lower cost; Thailand wins on Bangkok's English-fluent talent and BOI tax structures. Thailand vs Singapore: Thailand offers significantly lower cost; Singapore wins on senior corporate, financial, and English-native talent depth.
Employer cost reality. Social Security contributions are capped low — 5% employer with a THB 750/month cap (effectively a fixed minor cost above a low threshold). Workmen's Compensation Fund varies by sector (0.2–1%). Provident Fund is customary (not statutorily required) with employer typically matching employee 3–10%. Mandatory: 13 public holidays plus 6 days annual leave minimum (typically negotiated higher). All-in employer cost typically lands ~10–18% above gross including provident fund. Mid-level engineers in Bangkok run THB 60,000–120,000/month gross ($1,700–$3,400); senior engineers THB 110,000–220,000 ($3,100–$6,300); engineering leads THB 180,000–350,000 ($5,100–$10,000).
Thai employment is governed by the Labour Protection Act 1998 (amended subsequently). The system is moderately protective — termination requires either authorized cause (limited list) or compensation calculated by length of service.
EOR works well up to 15–20 headcount. Lundi's Thai employment infrastructure handles Social Security Office (SSO) registration (5% employer contribution, capped at THB 750/month), Workmen's Compensation Fund (sector-specific), Provident Fund administration (customary, employer typically contributes 3–10%), PIT withholding, and statutory leave (6 days minimum annual leave plus 13 public holidays).
Thai limited company (Co. Ltd.) makes sense at scale or for BOI structures. A Thai company is the standard structure. Setup is workable (~2–3 months for standard, longer for BOI). Foreign Business Act restrictions apply — most service activities require either BOI promotion or specific exemptions for foreign majority ownership.
BOI (Board of Investment) — the Thailand structural advantage. Thailand's BOI offers significant incentives for qualifying technology, software, and target industries: corporate income tax exemption (up to 8 years for qualifying sectors), 100% foreign ownership permission, work permit facilitation for foreign experts, and import duty exemptions. For technology operations, BOI promotion is often the single most important structural decision. Lundi's BOT pathway includes BOI guidance.
Severance reality. Thai severance is meaningful for tenured employees: 30 days at 120 days–1 year service; 90 days at 1–3 years; 180 days at 3–6 years; 240 days at 6–10 years; 300 days at 10–20 years; 400 days at 20+ years. Plus statutory severance for unfair dismissal claims. Buyers should model this.
Work permits for non-Thai hires. Thailand requires a 4:1 Thai-to-foreign employee ratio (BOI-promoted companies have different ratios) plus minimum capital and quota constraints. Smart Visa structures introduced 2018 ease this for qualified tech investors and specialists.
Why HRBP infrastructure matters in Thailand. Thai performance management is more culturally indirect than Anglo-Saxon norms — direct critical feedback can be counterproductive. Performance documentation and termination procedures benefit from Thai-fluent operators. Every Lundi Thailand team includes a named HRBP from day one.
In Thailand, professional recruitment agency fees range from 22-27% of the first-year annual base salary of a recruited employee. Recruitment agencies also require an upfront retainer and payment in advance installments of the agency fee based on milestones such as start of recruitment, presentation of candidates, and scheduling interviews with a candidate shortlist.
We know this might sound overwhelming—but it doesn’t have to be. A solution like Lundi eliminates the barriers for you. With Lundi, you can recruit talent across 70+ countries, easily managing recruitment—all in one, easy-to-use platform. Get an overview of what you need to know when hiring in Thailand below.
The employer must ordinarily give advance notice of at least one full payment cycle (i.e 30 days), which is legally required for indefinite contracts; but no more than 3 months, unless the contract/ work rules provide for a longer period.
Lundi works with companies building international teams of 10 or more — typically in finance, accounting, HR/payroll, BD/sales, operations, or IT. Not for one-off hires or individual placements.
EOR platforms employ individuals for you. Lundi recruits, employs, and operates concentrated teams — including day-to-day management, HR, and an optional path to your own entity. It's the operating model for companies that have outgrown the EOR ceiling.
